This thesis primarily intends to design a staff model which will facilitate service delivery within the Bureau of Housing and Physical Development in the City of Atlanta. An attempt has been made to show how the staff shortage has badly slowed down the pace of service delivery, and the effect of the inadequate service on the community. The cause of the staff shortage has been identified to stem from the provision in the City amended ordinance of November 3, 1975. The ordinance was enacted through the recommendation of the Finance Committee of the City of Atlanta to amend Article II, Classification Plan, Section 21-42 of the Code of Ordinances. The provision in the ordinance for sixteen staff positions failed to consider in depth the future needs of the City. Since the Bureau is understaffed, a device to augment the shortage had been employed by using borrowed personnel from the public and private sectors. The largest number of borrowed personnel comes from the Atlanta Housing Authority whose services to the Bureau have become a liability rather than an asset. This makes the burden of the staff shortage heavier on the Bureau than ever. The thesis recommends alternative lines of action to solve the problem.

Student Number : 9802242A - MSc research report - School of Therapeutic Sciences - Faculty of Health Sciences / Introduction: The nursing profession in South Africa has lost skilled nurses due to intense international recruitment drives. This hospital in the West Rand has also failed to recruit and retain skilled nurses. The shortage of skilled nurses has led to a deterioration in the quality of patient care. The aims of this study: The aim of this study was to investigate nurses’ perceptions about their working environment and conditions, and their intention to stay in the workplace in this regional hospital. The methodology: A quantitative, descriptive survey was used. The data were collected using the Minnesota satisfaction questionnaire. The sample included professional and sub professional (staff and auxiliary) nurses. A stratified (random) sampling method was used. Respondents were one hundred and seventeen (117), namely, sixty two (62) professionals and fifty five (55) sub professionals. Results: Generally all the nurses were moderately satisfied with the intrinsic aspects of their job, such as motivation, responsibility, opportunity for creativity and innovation, independence, and recognition. Alarmingly nurses were to a greater extent dissatisfied with the extrinsic aspects of their job, namely, relationships in the workplace, supervisors’ decision-making skills, supervision, working conditions, policies, job security, and compensation. Conclusions: This study indicated that the important extrinsic aspects were not in place. The employer (Department of Health) needs to make major efforts in improving nurses’ salaries, promotion and advancement opportunities, and to empower all unit and area managers in the areas of supervisory skills, decision-making, communication, and mentoring of nurses.

Summary: The aim of thi disertation was to enlighten the term magnet hospital. Introduction of this thesis describes personnel situation in health care systém in the Czech republic and globaly. It also shows predictions of the future critical nurse staff shortage on labour market all around the world and it's possible impact on quality of care. Magnet hospitals as the kind of organization that creates work enviroment which increases nurses work satisfaction, quality of care and patients outcomes, sees the author as one of the possible solution of nursing shortage in the Czech republic. Second part of this theses, rpresents the results of the qualitative and quantitative research, participant were 16 nurses at the management positions (structured intewies) and 250 nurses (questionare NWI-R autor's own translation). Results: It was obvious that still prevails the traditional hierarchy and medical model of care delivery. Also there is streotypical view of the role and position of the nurses in health care teams, nurses do not feel like they are involved in management of the hospital. According to the findings we cannot describe those organizations as magnet hospital. It's also clear that the nursing care managers play the key role in creating the good work environment. We should pay more attention to their...

Syftet med denna studie var att undersöka hur kommunal hemtjänstpersonal i en landsbygdskommun upplever bemanningen. Utifrån detta undersöktes hur hemtjänstpersonalen hanterar eventuella situationer vid underbemanning och vilka konsekvenser det kan medföra för personalen. För att fånga upp hemtjänstpersonalens erfarenheter och upplevelser genomfördes en kvalitativ intervjustudie där åtta personer intervjuades. Intervjuerna analyserades med tematisk analys. Teori som applicerats på resultatet var Kahns personligt engagemang och personligt disengagemang samt Hochschilds emotionsarbete och emotionellt lönearbete. Resultatet visade att underbemanning kunde vara det nya normala för hemtjänstpersonalen då normen för god bemanning förändrats. Det har skett en ansvarsförskjutning gällande vikarieanskaffning kvällar och helger. Hemtjänstpersonalen hade strategier som möjliggjorde arbete vid underbemanning. Det fanns två centrala strategier vilka var samarbete inom den egna gruppen och samarbete mellan grupper. Dessa strategier fick konsekvenser för personalen i form av att underbemanningen kontinuerligt osynliggjordes. Studien har bidragit till att problem gällande bemanning och de strategier som används inom kommunal hemtjänst i en landsbygdskommun för att hantera underbemanning synliggjorts. / The aim for this study was to explore how homecare workers in a rural municipality perceives staffing. From this perspective explore how homecare workers dealt with situations of staff shortage and what consequences it could bestow upon the staff. A qualitative interview study was made to capture the experiences of homecare workers and eight persons were interviewed. Thematic analysis was used to analyze the interviews. Theories used to analyze the results were both Kahn’s personal engagement and personal disengagement and Hochschild’s emotion work and emotional labor. The results showed that staff shortage might be the new standard due to a shift in the perceived norm of adequate staffing. There was a shift of responsibility regarding substitutes during evenings and weekends. Homecare workers showed strategies that facilitated a continued work while short-staffed. Two central strategies were cooperation within their own group and cooperation with other groups. These strategies had consequences for the staff such as making staff shortage continuously obscured. This study has highlighted problematic staffing and strategies within municipal homecare in a rural municipality.

For a long time, the Swedish welfare sector has received criticism, something that has placed great demands on managers within these organizations. The study’s purpose was to investigate how managers shape their leadership in relation to their environment and the demands placed on them. The study used various leadership theories and emotional intelligence research as tools for analysis. Data collection was conducted using 5 semistructured interviews with managers within various human-treating organizations in Dalarna. The data was analyzed through a qualitative thematic analysis method. The results found obstacles that negatively affect managers’ leadership development, such as greater administrative responsibility and streamlining, something NPM encourages. The results also show that staff shortages have a big impact on managers’ leadership. The managers express that there has been a shift in focus from management providing the best quality for users to instead be about cost efficiency. / Under lång tid har den svenska välfärdssektorn fått hård kritik, något som har ställt stora krav på cheferna inom dessa organisationer. Syftet med denna studie var att undersöka hur chefer inom människobehandlande organisationer formar sitt ledarskap utifrån förutsättningarna som finns och kraven som ställs. Studien har använt sig av olika ledarskapsteorier samt forskning om emotionell intelligens som analysverktyg. Som datainsamlingsmetod utfördes 5 semistrukturerade intervjuer med chefer inom olika människobehandlande organisationer i Dalarna. Data analyserades genom en kvalitativ tematisk analys. Resultatet fann hinder som negativt påverkar chefers ledarskapsutveckling, såsom större administrativt ansvar och fokus på budget samt effektivisering som styrlogiken NPM uppmuntrar. Resultatet visade även att personalbrist har en stor inverkan på chefernas ledarskap. Cheferna uttrycker att det skett ett skifte från att chefskapet handlat om att ge bästa möjliga kvalitet för klienterna till att handla om kostnadseffektivitet.

This thesis is a case study in collaboration with SJ AB, a government owned railway companyin Sweden. The employees aboard the trains are an essential part of operating thetrains efficiently. Therefore, it is vital to forecast absences well in order to avoid havingto cancel train trips or having employees work over time. The current process SJ usesdivides the total amount of absences into 11 categories representing reasons for not beingpresent. This is done three months in advance, but the model is not based on mathematics.This study is going to examine how well the forecasts compare to reality in addition toinvestigating which variables are possible to estimate using regression analysis. Furthermore,the extent to which the staff on board the trains are affected will be investigatedin terms of having to work less overtime. The financial impact of an enhanced model willbe researched. “Free” days, Vacation and Sickness all have significant regressors and canpotentially be forecast using regression analysis. Future work includes finding more potentialregressor variables that could be significant for more response variables in addition tousing the results of this thesis in an actual estimation model for the total absence. / Denna avhandling ärr en fallstudie i samarbete med SJ AB, ett statligt ägt järnvägsföretagi Sverige. Anställda ombord på tågen utgör en väsentlig del av att driva tågverksamheteneffektivt. Det är därför viktigt att kunna prognostisera frånvaro väl för att undvika attställa in rutter eller tvinga de anställda ombord tåget att arbeta övertid. Den nuvarandeprocessen som SJ använder delar upp den totala mängden frånvaro i 11 kategorier somrepresenterar orsaker till att inte vara närvarande. Detta görs tre månader i förväg, menmodellen är inte baserad på matematik i dagsläget. Denna studie kommer att undersökahur väl prognoserna stämmer överens med verkligheten, samt undersöka vilka variabler somör möjliga att uppskatta med hjälp av regressionsanalys. Dessutom kommer omfattningenav hur personalen ombord på tågen påverkas att undersökas. Den ekonomiska påverkanav en förbättrad modell kommer att analyseras. Lediga dagar, semester och sjukfrånvarohar alla signifikanta beskrivande variabler och kan potentiellt prognostiseras med hjälp avregressionsanalys. Framtida arbete innefattar att hitta fler potentiella beskrivande variablersom kan vara signifikanta för fler beroende variabler, samt att använda resultatenfrån denna avhandling i en faktisk prognosmodell för total frånvaro.

Исследование в данной области может помочь выявить эффективные подходы к мотивации персонала в ресторанной отрасли и определить, как HR- стратегия может способствовать развитию персонала. Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка, приложений. В теоретической части представлены понятие мотивации на развитие, виды мотивации труда, теоретические основы мотивации. Рассмотрены практики мотивации труда персонала на развитие в условиях дефицита кадров на рынке труда, мотивационные стратегии и инструменты мотивации труда персонала в сфере ресторанного бизнеса. В практической части описывается общая характеристика исследуемого предприятия, анализ структуры и движения персонала предприятия ресторанного бизнеса в условиях дефицита кадров на рынке труда. Проведен анализ действующей мотивации труда персонала в ООО «Вега +», данных о развитии и карьерных возможностей персонала. Представлены результаты исследования удовлетворенности трудом и действующей системой мотивацией труда сотрудников. На основе полученных данных разработан пакет предложений и мероприятий по совершенствованию мотивации на развитие персонала ресторанного бизнеса, который был одобрен и внедрен в организации. В заключении подведены итоги в соответствии с поставленными задачами. / Research in this area can help identify effective approaches to staff motivation in the restaurant industry and determine how an HR strategy can contribute to staff development. The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendices. The theoretical part presents the concept of motivation for development, types of work motivation, and the theoretical foundations of motivation. The practices of staff motivation for development in conditions of shortage of personnel in the labor market, motivational strategies and tools for motivating staff in the field of restaurant business are considered. The practical part describes the general characteristics of the enterprise under study, the analysis of the structure and movement of the personnel of the restaurant business in conditions of shortage of personnel in the labor market. The analysis of the current motivation of the staff at Vega + LLC, data on the development and career opportunities of the staff was carried out. The results of a study of job satisfaction and the current employee motivation system are presented. Based on the data obtained, a package of proposals and measures has been developed to improve motivation for the development of restaurant business personnel, which has been approved and implemented in the organization. In conclusion, the results are summarized in accordance with the tasks set.

Syfte: Syftet med studien är att beskriva sjuksköterskors upplevelse av arbetsmiljön på en sjukhusavdelning och hur denna upplevelse påverkar deras relation och inställning till arbetet. Metod: Metoden består av en fallstudie som utgår från en abduktiv ansats tillsammans med en kvalitativ forskningsmetod. Insamling av empirisk data gjordes i samband med sex stycken semistrukturerade intervjuer, varav samtliga respondenter representerade en avdelning inom en organisation. Fenomenologisk design har sedan tillämpats i samband med tolkning av den empiriska datainsamlingen där kategorier utifrån upplevelser kunde identifieras.  Slutsats: Slutsatsen är att det finns betydande brister i hur sjuksköterskor hanteras inom vården, och att dessa faktorer inte är isolerade utan påverkar varandra i ett kretslopp. Faktorerna som kunde fastställas är: personalbrist, bristande balans mellan krav och resurser samt bristande kommunikation mellan kommunikationsleden. Däremot identifieras kollegialt stöd och den gemensamma viljan att hjälpa andra och bidra till samhällsnyttan vara faktorer som gör sjuksköterskornas arbete meningsfullt och får dem att fortsätta arbeta. För att förbättra sjuksköterskornas arbetsmiljö krävs åtgärder för att adressera negativa faktorer och parallellt med kollegialt stöd implementera förbättringar i den psykosociala arbetsmiljön. / Purpose: The purpose of the study is to describe nurses' experience of the work environment in a hospital unit and how this experience affects their relationship and attitude to work. Method: The method consists of a case study based on an abductive approach together with a qualitative research method. Collection of empirical data was done in connection with six semi-structured interviews, of which all respondents present a department within an organization. Phenomenological design has then been applied in connection with the interpretation of the empirical data collection where categories based on experiences could be identified. Conclusion: The conclusion is that there are significant shortcomings in how nurses are managed in healthcare, and that these factors are not isolated but influence each other in a cycle. The factors that could be determined are: Staff shortage, lack of balance between requirements and resources and lack of communication between the communication links. On the other hand, collegial support and the common desire to help others and contribute to the social good are identified as factors that make the nurses' work meaningful and make them continue to work. In order to improve the nurses' work environment, measures are required to address negative factors and, in parallel with collegial support, implement improvements in the psychosocial work environment.

Bristen på sjuksköterskor är utbrett över hela världen och är i Sverige påtagligt både på regional och kommunal nivå. Att arbeta under rådande personalbrist gör att sjuksköterskan behöver ta ett större ansvar för att kompensera den personal som inte finns på plats. Syftet med studien var att identifiera och beskriva konsekvenser för sjuksköterskan vid personalbrist. Studien var en induktiv litteraturöversikt där relevanta artiklar har sökts fram för att sedan analyseras och presenteras i resultatet. Resultatet visade tydligt att det finns flertalet konsekvenser för de arbetande sjuksköterskorna både fysiskt och psykiskt. Dels ökar sjukskrivingarna till följd av bland annat stresspåslag, dels ökar den fysiska belastningen vilket gör att sjuksköterskorna får problem med leder, muskler och skelett. Dessutom kan de inte utöva en säker vård och skapa de vårdrelationer som krävs för att uppfylla de förväntningar och krav som finns på en sjuksköterska. För att bryta den nedåtgående spiralen behöver kärnproblemet lösas nämligen personalbristen. Detta för att få sjuksköterskor att stanna kvar i yrket och för att man ska kunna bedriva en säker och personcentrerad vård som främjar hälsa och lindrar lindande. / The shortage of nurses is widespread all over the world and in Sweden is noticeable both at the regional level and in the municipalities. Working during the prevailing staff shortage means that nurses need to take greater responsibility to compensate the staff who are not on site. The purpose of the study was to identify and describe the consequences for the nurse in the event of staff shortages. The study was an inductive literature review where relevant articles were searched for and then analyzed and presented in the results. The results clearly showed that there are several consequences for the working nurses both physically and psychologically. On one hand, sick-leave is increasing as a result of, among other things, increased stress-levels. On the other hand, the physical load is increasing, causing the nurses to have problems with joints, muscles and bones. Further the nurses cannot practice safe care and create the caring relationships required to fulfill the expectations and demands that are placed on a nurse. To break the downward spiral, the core problem needs to be solved, namely the staff shortage. This is to get nurses to remain in the profession and to be able to provide safe and person-centered care that promotes health and relieves suffering.

De ledande revisionsbyråerna på den svenska marknaden präglas av en hög säsongsbaserad arbetsbelastning samt en hög personalomsättning. Mängden revisorer har minskat markant under de tre senaste decennierna samtidigt som den yngre generationens värderingar har förändrats. Studien syftar till att undersöka den rådande psykosociala arbetsmiljön inom branschen och hur den uppfattas av aktiva revisorsassistenter. Vidare undersöks om miljön haft en inverkan på de individer som valt att lämna branschen. Den tidigare forskningen kring revisionsbranschen är relativt omfattande. Det saknas dock studier på hur de som befinner sig längst ned inom den hierarkiska stegen uppfattar och upplever den arbetsmiljö som de omfattas av. Den empiriska datainsamlingen utfördes genom tio intervjuer. Hälften av studiens deltagare arbetar aktivt som revisorsassistent, och den andra hälften har tidigare arbetat som revisorsassistent men lämnat yrket helt. För att bygga en användbar modell att analysera det empiriska resultatet har studien utgått från de teoretiska begrepp Eklöf (2017) använder sig av för att definiera den psykosociala arbetsmiljön. Det framkom att de ledande byråerna visar tydliga brister i arbetets psykiska krav samt att det finns en problematik gällande arbetsrelaterade normer och en bristande organisatorisk rättvisa. Det synliggjordes samtidigt att assistenter upplever resurser i form av stimulans och egenkontroll, ett socialt stöd, ett bra teamarbete, en anställningstrygghet och att arbetsplatsen inte präglas av konflikter eller mobbning. Beroende på hur egenskaperna värderas kan en individs incitament till att lämna yrket påverkas positivt eller negativt. Slutsatsen blev därför att de ledande revisionsbyråerna präglas av en bristande psykosocial arbetsmiljö, vilket enligt studien haft en påverkan på incitamenten att lämna yrket. Studien påvisar dessutom att den upplevda psykosociala arbetsmiljön bygger på subjektiva värderingar och att upplevelsen på så sätt varierar mellan assistenterna. / The leading auditing firms in Sweden are characterized by a high seasonal workload and high staff turnover. The number of auditors has decreased over the past three decades, while the values of the younger generation have changed. The study is written in Swedish and aims to examine the prevailing psychosocial work environment in the industry and how it is perceived by currently active audit assistants. Moreover, the impact on the individuals who have chosen to leave the industry will be examined. Previous research on the auditing industry is relatively extensive. However, there is a lack of studies regarding how the individuals situated at the bottom of the hierarchy perceive and experience the work environment they are covered by. The empirical data collection was performed through ten interviews. Half of the study participants work actively as audit assistants, and the other half have previously worked as audit accountants but left the profession completely. To build a useful model to analyze the empirical result, the study has been based on the theoretical concepts that Eklöf (2017) uses to define the psychosocial work environment. It emerged that the leading agencies show clear shortcomings in the work's psychological demands and that there are problems with work-related norms and a lack of organizational justice. At the same time, it was made clear that assistants experience resources in the form of stimulation and self-control, social support, good teamwork, job security and that the workplace is not characterized by conflicts or bullying. Depending on how the qualities are valued, an individual's incentive to leave the profession can be affected positively or negatively. The conclusion was therefore that the leading auditing firms are characterized by a lack of psychosocial work environment, which according to the study had an impact on the incentives to leave the profession. In addition, the study also shows that the perceived psychosocial work environment is based on subjective values and that the experience thus varies between the assistants.